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There are many studies concerning the supply of labor. However, although overtime work is a common phenomenon, it is rarely the topic of these studies. This thesis studies remuneration policy and the prevalence of overtime work for professional engineers in Finland. The data used in this study are annually collected survey data, for the period 2002-2011. The data represent union members of the Union of Professional Engineers in Finland (UIL ry). The data mainly consist of senior salaried employees. Remuneration policy and the incidence of overtime work are studied by descriptive methods and by regression models. A multinominal logit model is used for the overtime remuneration policy estimation. The method is used to impute missing data for those who do not work overtime. The Tobit regression model is applied as the overtime model. The findings of this thesis are that an individual’s position affects both the incidence of overtime work and remuneration policy. Individuals in a managerial position more often work overtime and bonus payment systems are the main incentive for this. This overtime model is reasonable for those senior salaried employees who are covered by the Working Hour Act. According to the Working Hour Act, those who work, for instance, as a specialist or in an expert position should be compensated for overtime work. In the overtime function for middle management, experts, and salaried employees the income effect initially dominates as remuneration for overtime increases, but finally, as overtime remuneration further increases, more individuals actually tend to work more overtime. As work experience increases, individuals work less overtime at first, but the relationship turns out to be U-shaped. Overtime work is less common for women and those in the public sector. The overtime model provides only a weak positive indication of the incidence of overtime for those who have recently been promoted to a new position or duties. The findings are only partly in accordance with empirical studies. The differences are explained by the characteristics of senior salaried employees. The results of this thesis might stem from the nature of their duties, the working environment and also from individual characteristics. That is why I assume here that long-run career objectives affect the incidence of overtime. In conclusion, there still remains the question of whether short-run or long-run factors have more explanatory power. For example is overtime work motivated by overtime rates or wage levels in the long run.